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When discussing personality types, it is important to remember that people will express their personality traits in different ways depending upon the environment that they are currently in. For example, Insights Discovery is based around personality assessment for a business environment, so it reflects people’s personality style at work more than when they are at home. A key psychological factor which can have a large influence on personality traits is stress: people will express different aspects of their personalities and will react in a more extreme way when they are stressed.

As work can frequently be stressful, it is helpful for managers to have an understanding of how different personality types react to stress, what those stressors are, and how managers can help to alleviate this stress. Today I’ll be sharing some thoughts on how stress affects each of the different Insights Discovery color energies.

Cool Blues and Stress

Cool blues are cautious and thoughtful, and they like to plan in advance. Therefore, they are stressed by situations where there is a lack of structure for them to work within, or where they are missing important information which they need to do their job. They hate to turn in work that is of low quality, so they do not like to be rushed and will be unhappy if they feel their work is not up to par. They also value efficiency and exactness, so they will feel frustrated by wasting time.

A manager can tell when a cool blue is stressed because they will nitpick over details and question the worth or efficiency of a process. They may become obstinate and dig in their heels if they feel they do not have the information that they need to complete a task. If they feel they are not getting the support they need, they can stop communicating and start making decisions without approval from higher ups. This stress can be managed by getting feedback from them along the course of a project, making sure they have the information that they need, and working with them to analyze inefficiencies in processes.

Earth Greens and Stress

Earth greens care most of all about fairness and positive interpersonal relationships, so they will feel stressed when they perceive there is unfair or impersonal treatment of themselves or others. They care deeply about their ethical values so asking them to bend the rules is another cause of stress for them. They also value a calm and supportive atmosphere so they may become stressed by loud environments, frequent interruptions, or feeling that they are under excessive time pressure.

When an earth green is feeling stressed they will tend to withdraw into themselves and become overly cautious. They may be personally hurt by the unfair treatment of someone else, even if it does not directly affect them, and this hurt can be expressed in a judgmental way. They may see themselves as the only one who cares about their values.

To manage a stressed earth green, a manager needs to take time to support them in person. There should be plenty of face-to-face contact, and the manger should reiterate that they understand the earth green reacts this way out of a sincere desire for fairness. Where necessary, a manager should be transparent and acknowledge that decisions are not always perfectly fair. But they should then convey that this needs to be kept in perspective – overall, management cares about being fair and takes steps to implement this value as much as possible.

Sunshine Yellows and Stress

Sunshine yellows are sociable and outgoing, so they become stressed and unhappy when they have no opportunities for personal interactions or for fun. While seeing co-workers joking around might seem like a waste of their time, these moments of joviality are essential for the job satisfaction of a sunshine yellow. They can also feel stressed by rigidity and a lack of flexibility, and they can become hurt by what they perceive as personal rejection from co-workers.

The warning signs of stress from a sunshine yellow are that they become overly emotional, even melodramatic. They may become opinionated and argumentative when they feel that they are being excluded from the group. To mitigate this, a manager should allow as much flexibility as possible so the sunshine yellow can prioritize and organize their own tasks. If they become overly fixated on a feeling of exclusion, a manger can re-direct their energies onto a new task which can be an effective distraction. Sunshine yellows highly value approval so they should be allowed to save face and maintain their reputation wherever possible.

Fiery Reds and Stress

Fiery reds care about action and decisiveness, so they are stressed by a lack of focus and a lack of control. Waffling, u-turns, and indecision are frustrating to them because they throw themselves fully into a project and they do not like having to readjust their goals. When a fiery red is stressed they will double down on their decisive and confident traits, and they can become aggressive, demanding, and overbearing. They can become snappy or rude to co-workers and they will be visibly impatient when they think a decision is taking too long.

To handle a stressed-out fiery red, a manager can take two different approaches. The first is to allow the fiery red to take control of the project or process, and trust that they will push forward until a decision is made. This is a good approach for an experienced and trusted fiery red. The alternative approach, if the manager is not confident in the fiery red’s ability to lead yet, is to get them to take time out away from the project. Now might be a good time to send them on a training course or to learn a process from another department. Or they could be directed to a different aspect of the project which requires immediate action, which will give them something to do while further decisions are being made.

Personality assessments are useful not only for participants to understand themselves better, but also to understand the other people around them. Interacting with people with very different views and priorities can be challenging, but Insights Discovery can suggest ways for people who are opposite types to work together more smoothly and effectively.

Fiery Red Interacting with Earth Green

Fiery reds are action driven, confident, and focused on their goals. Their opposite type are earth greens, who are calm, supportive, and ethical. A fiery red can see earth greens as docile, inactive, resistant, or stubborn. The methodical, careful progress of the earth green can feel frustrating and plodding to the active fiery red type.

To get the most from interactions with earth greens and to avoid losing their temper, fiery reds should practice patience and try to hold back from jumping in to every task head first. There can be great value in pausing to think an idea through before getting caught up in the action, and earth green can help to provide this balance.

A skill that earth greens can offer to fiery reds is the ability to see other’s points of view and to foster consensus. While a fiery red would likely try to resolve a dispute between members by imposing a rule or view onto the whole team, an earth green will try to find a compromise where everyone is happy and where every member of the team feels respected.

As fiery reds are often natural leaders, they motivate and push their team to achieve more. But they also benefit greatly from having an earth green as a fellow manager who can soothe team members and support them when they are stressed. Fiery reds should learn to see the value in this more caring, empathetic approach and learn when to deploy an earth green to smooth over difficult social situations.

Earth Green Interacting with Fiery Red

The patient and caring earth greens can find the forward and assertive fiery red type to be aggressive, controlling, and overbearing. The tendency of fiery reds to take charge and to push others towards goals can chafe the earth green who wants everyone to feel respected and understood. It will help earth greens to remember that democratic relationships are indeed important, but sometimes it is necessary for someone to lead decisively.

If an earth green feels like they or others are being steamrolled by the fiery red, then they can try raising these concerns outside of a high-pressure group meeting situation. A fiery red will be much more receptive if the earth green can voice their issues in terms of impediments to action as opposed to personal feelings.

An earth green can benefit from the push that a fiery red provides, as this can prevent them from overthinking and compel them to action. Also, there may be situations where it is not possible for everyone to be happy, and a fiery red will push for an acceptable solution where an earth green can be paralyzed by indecision.

Sunshine Yellow Interacting with Cool Blue

Sunshine yellows are sociable, creative, and love to dream about the future. Their opposite type is cool blues, who are methodical, analytical, and precise. Sunshine yellows can perceive cool blues to be cold and reserved, and find it strange that they are more focused on rules or data than on people. To a highly people-focused sunshine yellow, it may be almost inconceivable that anyone would not think primarily in terms of social interactions. Therefore, when interacting with cool blues, it can help sunshine yellows to remember that focusing on data over interpersonal relations does not mean a lack of care for other people – rather, cool blues want to be fair to all people, and they express that care in a data-driven way.

A cool blue can make a strong partnership with a sunshine yellow. The sunshine yellow person can imagine great concepts for the future and raise enthusiasm for the project among other people, while the cool blue can come up with the realistic ways to achieve those concepts in the real world. The pragmatism of a cool blue can be an essential reality check on the dreamy nature of a sunshine yellow, as long as the sunshine yellow doesn’t take this pragmatism personally. They should remember that when a cool blue expresses skepticism about an idea, they are not trying to be negative – they are searching for a way that the idea can realistically be achieved.

Cool Blue Interacting with Sunshine Yellow

Conversely, when analytical and logical cool blues have to interact with excitable and dynamic sunshine yellows, they can find them to be hasty and imprudent, or even disorganized and a “head in the clouds” type. It will help cool blues to remember that, unlike themselves who tend to think through an idea carefully before voicing it, other personality types like to think out loud in a discursive manner.

Just because someone says something that is not totally logical or they share an idea which is not fully thought through, it does not mean that the person is silly or vacuous. They should understand that people use discussion as part of their thinking process and try not to judge excited sunshine yellows when they take an idea and run with it.

A sunshine yellow can help a cool blue in tasks like drumming up support for a project. For example, if a cool blue finds a way to make a system more efficient, then they may push for their new system to be adopted and be surprised when they are met with a lukewarm reception. To the cool blue, if the new system is more logical then obviously everyone should support it. But a sunshine yellow knows that they need to sell people on the new system with enthusiasm and a sense of fun, which can be far more persuasive than logic. A cool blue who comes up with a concept and a sunshine yellow who gets everyone on board with the concept can make a great team.

To learn more about Insights Discovery and how it can help colleagues understand themselves and each other, visit www.discoveryourself.com.

Understanding the different personality types of a team is important for managers not only so that they can build an effective team, but also so that they can gain insights into how to manage each person. Today I’ll be discussing tips and techniques for managing each of the color energies in the Insights Discovery system.

Managing Cool Blues

People who are cool blue in temperament are thoughtful and like to plan out events and activities in advance. Typically, they will be organized and know their processes very well, following instructions exactly. But one challenge in managing them is they are not the most adaptable of people; they need to be given time to consider and process new information and ideas. If a new concept or model is introduced to a cool blue, they may not be particularly enthusiastic about the change straight away. This does not mean that they are rejecting the change or that they will be unable to cope with it, but they may require a few days to adapt to the new mindset required of them.

One practical tip on managing cool blues is to give them a heads up (wherever possible) of new issues that may arise in the future. A manager who can let their cool blue team members know in advance that changes will be forthcoming – for example, that this year an annual process will be changing, or that brainstorming sessions will be moving from regular small meetings to occasional large meetings – will find that the cool blue person has planned and anticipated the change and is more ready for it. This gives two advantages: firstly, the blue person will be able to contribute useful ideas as they have had time to consider and aren’t being forced to respond off the cuff, and secondly, they will be more positive about adapting to change when they know to expect it.

Managing Earth Greens

Earth green people are driven by their values, which often focus around sharing, harmony, and fairness. This means that in order for a manager to win the loyalty of an earth green person, they must explicitly demonstrate their even-handedness and explain their reasoning. For example, if a manger is planning to end a contract with a vendor and to move to another vendor, it would be wise to let the earth green members of their team know about why they are making this change. Even when it is not strictly required for the green person to know about the reasoning to perform their job, they will be more supportive and enthusiastic if they see that their manager has good reasons for making this choice.

This is because earth green people care deeply about personal relationships with co-workers. If the green person perceives their organization as being capricious or opaque about their motives, they will not trust them and will not perform well. And this interest is not self-centered: a green can perceive a colleague being treated badly by a manager to be as damaging as if it were happening to them. To build the best relationship with an earth green, a manager should be as fair as possible and be transparent about that fairness.

Managing Sunshine Yellows

The highly sociable sunshine yellow type is passionate, enthusiastic, and has a strong vision of the future. If a manager wants to sell their team on a new concept or process, then getting the sunshine yellow members of the team on board is key. These people will then cheerlead for the idea and get everyone else in the team to accept and embrace the new concept too. If a person who can drum up energy and get everyone involved is required, then the sunshine yellow is the type to turn to.

However, sunshine yellow types can be distractible and disorganized. When managing such a person, it is important to clearly lay out the essential requirements of a task and not let the person focus only on the “fun” parts of a job. Also, sunshine yellows can have a tendency to overwhelm other less outgoing team members, especially if there are a high proportion of yellows on a team and their visions are closely aligned. In this case, encourage sunshine yellows to pull back sometimes to allow space for others to express their ideas.

Managing Fiery Reds

Fiery reds are active and hands-on, and they like to find the most efficient way of performing their tasks. This means that they can be very adaptable and amenable to change, as long as their manager can demonstrate to them how the new system will create a better outcome than the old system. Unlike cool blues, fiery reds are not interested in considering every small change in depth – they would rather learn by doing and are focused on the present moment rather than ruminating about the past or future. If a fiery red needs to learn a new skill, it is best to hand them the tools and let them puzzle through the challenge for themselves rather than trying to teach them everything in advance.

One useful but occasionally frustrating aspect of managing a fiery red is their pragmatism. They are not the type to be swept up by great oratory or to embrace an idea because it sounds new and exciting. Instead, they want to see a clear and realistic vision with concrete steps outlined that will achieve that vision. When trying to motivate a fiery red, do not focus on abstract concepts or too much big picture talk – instead, give them grounded, actionable steps which they can follow to achieve the desired goal.

This is just scratching the surface of the ways that psychometric testing can help managers interact with and motivate their team. For more information on this topic, visit www.discoveryourself.com.

Communicating with other people is sometimes the most frustrating part of our day. Hollywood loves a good misunderstanding, which may explain the wealth of comedic films and romantic comedies that get pumped out every year. Misunderstandings can happen between people who are complete strangers and between individuals who know each other very well; all this boils down to a lack of communication and a lack of active listening.

Learning how to adapt, communicate and interact with others is something we work on our entire lives. When you begin to dive into understanding your personality type more, you’ll unconsciously begin to notice certain character traits in other people as well. Spotting these strong character traits can help you along the way to more effective communication and cooperation with people of different personality types that you see every day.

Intentional interaction

When you are familiar with the four color personalities system, you can begin to categorize the people around you into their specific personality type as well as yourself. Knowing what your personality type gives you a baseline for understanding how you will interact and react with people who have a different or opposite personality type from you. You may even realize that interacting with someone of your same character type is the most frustrating!

The flip side of positive interactions with other people is knowing what behaviors aren’t going to be good for either of you. Try to play to the strengths of the other person; for instance, a Sunshine Yellow personality is looking to involve people in the work they are doing. They will respond well to people who display a bit of a competitive spirit and who are passionate about the project at hand, but won’t be as happy working with people who are slow paced or hesitant about moving forward.

Playing to strengths

A Fiery Red personality wants to get things done now and has little patience for co-workers who need to be told what to do. Fiery Red personalities need direct interactions and strong opinions, as well as a straightforward approach to the conversation or project. Earth Green personalities will find a Fiery Red approach to be overwhelming, and seek to foster a harmonious and encouraging setting in which peoples’ voices can be heard.

Finally, a Cool Blue personality will interact the best with someone who understands that they want to do it right the first time around. Spontaneity doesn’t always work with Cool Blues, who appreciate a controlled and deliberate approach.

Jung opened up an entirely new world with his discoveries, and discoveries into the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such is an invaluable tool in helping people understand themselves and others. Schedule me, Scott Schwefel, as your keynote speaker, and I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

https://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.png00Scott Schwefelhttps://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.pngScott Schwefel2016-03-22 16:21:542016-03-22 16:21:54Communicating with the Four Color Personalities

The four personality types exemplified by the four colors have existed for centuries. Before they were called Fiery Red, Earth Green, Cool Blue, and Sunshine Yellow they were known as humors. The four humors dictated the four most common temperaments that people displayed. Hippocrates was the first to inspire the idea of humors, which were called sanguine, choleric, melancholic, and phlegmatic.

Carl Jung used the idea of the four humors to influence his discoveries about the intricacies of human behavior. His thoughts involved the four personalities as well as the idea of the conscious and unconscious minds, where the four personality types lived. Jung personified this split between the conscious and unconscious as representing the ‘other,’ or ‘dark’ part of our personality.

Between the dark and the light

Jung didn’t intend the dark side to mean the less desirable parts of our personalities, but rather the unconscious aspects of the four types. This shadowy portion of the human character includes all of feeling and a portion of the sensing and intuition. Thinking, he claimed, was an entirely conscious act, so it is considered to be ‘in the light.’ The shadow and light portions of our personalities are inseparable from one another.

Understanding how the shadow and light parts of us work together is essential when attempting to understand the effects of our characters on our families, our work, and on all the other aspects of our lives. Taking thoughts, beliefs, and habits from the dark side into the light can help us understand why we are the way we are and how we can best interact with the world around us knowing what we know about ourselves.

The darkness always mixes with the light, and some aspects of the four personality types will be in the shadow while others are in the light. Hippocrates never went further than his theory of humors to explain the inner motivations of human behavior, but Jung certainly built upon this early perspective in his work.

Interactions with the four personalities

Interactions between the conscious and unconscious minds are incredibly important in influencing how we think and behave. Our strengths, or the personality type we exemplify the most, is going to be conscious most of the time- that is, we are aware of how we think, act, and react in certain situations. However, thinking about the other personality types can help an individual to understand that they can use each of these personality types and their strengths in everyday situations when it is beneficial to do so.

Jung opened up an entirely new world with his discoveries, and discoveries into the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such is an invaluable tool in helping people understand themselves and others. If you would like further help in identifying yourself or others as part of the four color personalities, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

https://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.png00Scott Schwefelhttps://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.pngScott Schwefel2015-11-24 13:15:212015-11-24 13:15:21The History of the Four Personalities

Think of your ideal boss- what characteristics do they have? Are they kind? Do they offer support in and outside of work? Do they push you and their other employees to do their best work? What characteristics of a leader do they possess? On the other hand, what are some characteristics of the worst boss you’ve ever had?

Carl Jung called certain individuals high in social skills and praise Introverted, or Sensory, Feelers. In this instance, we call them Supporters, as their main characteristic is their emotional support of others. Supporters are quick to come to the rescue of their friends, will go the extra mile to get a job done, and build a strong network of relationships with their coworkers.

The strength of a Supporter

Support goes a long way in a working environment and having a supporter as a boss or as a coworker can be a blessing and a challenge. Supporters are consistent in their praise of others and when it comes to their own work, and can be relied upon to get the job done. However, they are also easily frustrated when confronted with a tight deadline or pressure from work situations.

A Supporter is challenged by change, and may need help from bosses or coworkers to enact new procedures or adjust to new working requirements. Professional problems evolve, and to stay active and efficient employees have to evolve to create sustainable solutions to those problems. Planning in advance for these changes can help a Supporter get used to the new ideas being implemented, so they are ready to go when those changes are put into action.

Supporters are predictable, steady, and loyal, but are also adverse to risk-taking and resist change. They best work in professional scenarios where they feel they are appreciated and heard. A Supporter’s strength lies in their ability to work well with others; their confidence comes from their boss and peers’ affirmations that they are doing a good job.

Working with a supporter

Supporters are great mediators, which make them excellent colleagues and team leaders. Supporters’ affable nature makes them great in meetings with clients and partners, and they can be trusted to do their jobs very well. They are incredibly loyal workers and can make work environments social and enjoyable for themselves and others.

Individuals with other personality types may find Supporters difficult to get along with because of their steadfast nature and resistance to new ideas, but remembering a few things about Supporters can get everyone back on the same page. Supporters should be given space to complete their tasks, but a gentle push in the right direction can help them meet deadlines. Supporters need a little bit more time to adjust to new protocols or job descriptions, so a bit of warning can make a difference to them.

If you would like further help in identifying yourself or someone you know who may be a supporter, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

When you are the supervisor or the manager at your workplace, you are being counted on (and paid too) by your employer to effectively teach, manage, and develop the employees they hire. With the uniqueness of humans, no two employees will respond the same way to getting trained, managed, developed, or even disciplined.

Some supervisors and managers just supervise and manage only one way. Sometimes they don’t care and have that “it’s my way or the highway” attitude. Those managers run the risk of burning out after a few years on the job. And some supervisors and managers just don’t know how to manage any other way. These managers won’t burn out, but will only get average work quality from the employees they supervise and manage. Does wearing a “mask” in the workplace make you fake? No. In fact, this is a great way to communicate with different personalities, and to get above and excellent work from your employees.

What does it mean to wear a Mask?

A lot of people wear a mask in the real world and in the workplace for many different reasons. Wearing a mask typically, means that when the person is aware someone is watching them, they tend to wear a different colored mask and not act like their normal selves.

However, wearing a masking mask in our example, is close to the above. But, we are specifically speaking about strategically wearing a different color mask to communicate more effectively with employees who not all may be wired the same.

Looking at this from the Insights Discovery® Color Energies’ point of view

For example, let’s say that you have four employees who lead with either, Fiery Red, Cool Blue, Earth Green, or Sunshine Yellow. An effective supervisor or manager who has the ability of “full and total awareness” would have four different ways of approaching, speaking and communicating with all four of these different personality types. This supervisor or manager is wearing a mask, especially if they normally lead with another color while at home and another color when at work. A not so effective supervisor or manager would address all four employees in one way and most likely, NEVER would truly make a connection with these employees or get their best work.

So as you can see, people wear masks for many different reasons in life, good and bad. With respects to trying to communicate effectively in the workplace with today’s highly diverse workforces, wearing a mask to be more effective, and getting your employees’ best effort, is the a mask worth wearing.

Every organization needs a good mix of color energies and a few people who know how to wear a mask properly. If you’d like help in identifying this person (s) on your team, schedule me, Scott Schwefel, as your keynote speaker, I will come to your group and address the difference of personalities in a truthful, fun, and easy to understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

https://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.png00Scott Schwefelhttps://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.pngScott Schwefel2015-08-26 00:11:092015-08-26 00:11:09Does wearing a mask in the workplace mean you are “fake”?

Are you that one person on your team whom others come to for advice? Advice on how to handle another troublesome employee, how to handle a mean boss, or how to handle a personal issue that is eating away at someone and affecting their work? Have you ever stopped to think why these people seem always to choose you? The reason your peers and mostly other people choose you for all these issues is because they absolutely trust you. There is also another reason, too—you are free of all judgment. You do not lie, you are easy to approach, you take an interest in their issues, you offer up other solutions and ideas to their issues and, most importantly, you are sincere. Every workplace needs someone like you there. With respect to Discovery® Color Energies, you are what the personality industry describes as being a person who leads with Earth Green Energy.

What Is Earth Green?

On the Discovery Color Energies wheel, the colors are Cool Blue, Fiery Red, Sunshine Yellow, and Earth Green, A.K.A. the Supporter. Unlike the Myers-Briggs test, a person is not stuck inside only one color or “box.” As human beings, we are highly complex creatures and could never be relegated to just one color; with Discovery Color Energies, a person does not have to be. More times than not, everyone has traces of all four colors in their personality; it’s just that some have higher energy levels of any given color than others, thus allowing them to better use and lead more often with this one energy.

In addition, even though a person can demonstrate personality traits from all four colors, the other reason they would lead more with one color over the other colors is sometimes out of their control; it’s just who they are.

So if you are the person who seems to get a lot of your peers’ work and personal issues dropped on you daily, and you always take care and help these people each time, you are a person who leads with Earth Green.

Is Leading With Earth Green Bad?

Absolutely not! Every job in the world needs a person like this for it to run effectively. The world needs people like this, too. The classic characteristics of a person who tends to lead with Earth Green Energy are as follows:

Is a supporter

Is genuinely very caring toward others

Encourages people when they are down or have a big decision to make

Is an open book and is very sharing

Is very patient and a great listener

Stays relaxed even when the person with the issue is not

Usually has introverted feelings

Values close relationships

Is very loyal

If you are the “supporter” or have one as an office friend, consider yourself lucky. These personalities value close relationships, are loyal, are very considerate, and are irritated by others who may be insensitive or impatient with you. Basically, they have your back!

If you’d like help in identifying this person(s) on your team, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

https://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.png00Scott Schwefelhttps://discoveryourself.com/wp-content/uploads/2013/04/logo_scott1.pngScott Schwefel2015-07-31 21:51:402015-07-31 21:51:40How to Build Strong Work Relationships by Leading With Earth Green?